If you want your best people to be ready to step up when vacancies occur in your organisation, you’ve probably been thinking about developing a succession plan for business continuity in a competitive labour market.

Of four simple tips promoted in the HBR recently, the first could make all the difference to your strategy: change the purpose of the process from succession planning to succession development!

An American study featured in the HBR found that NFPs recruit internally to executive positions at half the rate of large companies in the for-profit sector.

Want to reward loyalty and effort? Try tapping into your up-and-coming talent at every level with strengths-based coaching. It can transform intentions into behaviours and get results for people and organisations. Your next senior recruit may already be on staff.

Get in touch with Sharyn to discuss coaching for succession